ILLINOIS PREVAILING WAGE RATES
PURSUANT TO THE ILLINOIS FINANCE PROCUREMENT CODE
Effective April 26, 2010
Jurisdiction: That area of Chicago bounded by Roosevelt Road on the South, Lake Michigan on the East, Racine Street on the West, and North Avenue on the North.
Wages: All regular security employees hired prior to April 30, 2007 shall receive an increase in pay of not less than fifteen cents ($0.15) per hour, or $12.20, whichever is greater.
Employees hired on or after April 30, 2007, shall receive not less than the following rate depending upon the length of their continuous employment with the employer:
Starting Rate $10.00
After one (1) year of continuous service $10.55
After two (2) years of continuous service $11.05
After three (3) years of continuous service $11.40
After four (4) years of continuous service $11.75
Health and Welfare
Effective April 26, 2010, through June 30, 2010, employer shall contribute $2.28 per hour up to $395.19 per month on behalf of each employee who is on active payroll. Effective July 1, 2010 through June 30, 2011, employer shall contribute $ per hour up to $403.86 per month on behalf of each employee who is on active payroll.
Security Guard – Downtown
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Employers’ contributions shall be prorated for those months in which employees begin working, cease their employment and/or remain on medical or personal leaves of absence for periods in excess of following schedule: under one year seniority, no leave; one year to three years’ seniority, six months’ leave; three years’ to five years’ seniority, nine months’ leave; after five years’ seniority, one year leave. For this purpose, “regular full-time employee” shall be one who is normally scheduled to work 120 or more hours within a calendar month. Paid vacations, holidays and funeral leave shall be treated as time worked for this calculation.
Provided Welfare Fund payments are made to a fund on behalf of the employee, such payments shall be continued on eligible employees when said employees are on a personal leave of absence up to a period of ninety days.
Pension: Employers shall contribute $38.00 per week for each employee who is regularly scheduled to work thirty (30) or more hours per week and who actually works at least 50% of the employee’s scheduled workweek. In the event such employee does not work at least 50% of the employee’s scheduled workweek and for employees not scheduled to work thirty hours, the employer shall make contributions at the rate of $0.95 per hour for all hours actually worked.
Pension fund payments shall be continued for eligible employees when said employees are on medical leave of absence because of illness or disability, substantiated by medical approval, upon the following schedule: under one year seniority, no leave; one year to three years’ seniority, six months’ leave; three years to five years’ seniority, nine months’ leave; after five years’ seniority, one year leave; personal leave of absence up to a period of ninety (90) days.
Vacation: 1 year worked - annual vacation of 1 week with pay.
2 yrs. worked - annual vacation of 2 weeks with pay.
6 yrs. worked - annual vacation of 2 weeks and 1 days pay.
7 yrs. worked - annual vacation of 2 weeks and 2 days pay.
8 yrs. worked - annual vacation of 2 weeks and 3 days pay.
9 yrs. worked - annual vacation of 2 weeks and 4 days pay.
10 yrs. worked - annual vacation of 3 weeks with pay.
18 yrs. worked - annual vacation of 4 weeks with pay.
25 yrs. Worked – annual vacation of 5 weeks with pay.
Security Guard – Downtown
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A week's vacation shall be computed upon the employee's regularly scheduled weekly hours of work for the 52 weeks preceding vacation. If an employee worked less than 52 weeks, such vacation shall be based upon the scheduled hours during the total number of weeks the employee has worked.
Vacation accrual shall be given to a regular employee so long as such employee is carried on the payroll (even though no compensation is paid). An employee who is absent for 180 days or more shall not be eligible for paid vacation until he/she has returned to active employment for at least ninety (90) days, unless the employee is permanently disabled.
These wage rates are required to be paid under the Illinois Procurement Code 30 ILCS. Retroactive reimbursement is required if less than the prevailing wage was paid at any time.